Embedding Security Behaviour Change
How will you embed the desired security behaviours and culture in your organisation?
Security behaviour change requires a clear vision as well as a coordinated strategy to ensure that interventions are consistent, practical and meaningful.
Before embarking on a change programme, however big or small, it is critical that an organisation is clear on the following:
- The objectives of the change (i.e. the vision or strategy)
- The size and scale of the change (i.e. the gap between where the organisation is now and where it wants to be)
- The actions to implement the change (i.e. the interventions)
- The organisation is ready for the change (i.e. it has the necessary time, resources and buy-in)
- How to communicate the change to the target audience and other key stakeholders (i.e. the communications strategy)
- How to review and evaluate the impact of the change (i.e. the measures of success and key performance indicators)
There is no one right way to deliver change. A bespoke approach, suited to the particular needs and requirements of your organisation will ultimately work best.
CPNI has developed the 5 E’s approach to organisational behaviour change. This provides some overarching principles that organisations are advised to follow when developing a security change programme, drawing on latest behaviour change theory.
CPNI has a number of off-the-shelf security behaviour campaigns and guidance documents that you are welcome to use for free. For further information on our behaviour change campaigns and interventions please click on the links below:
- Workplace behaviours campaign (embedding security savvy behaviours in the workplace)
- Employee vigilance campaign (embedding vigilance behaviours when entering or leaving a site)
- Employees digital footprint campaign (embedding security savvy behaviours online)
- 'Don't take the bait!' campaign (raising awareness of phishing and spear-phishing)
- Security messages for new joiners (guidance on providing security inforamtion during the first 12 months of the employee lifecycle)